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Much concern for employees who were still accustomed to working from home was directed at extroverts. As a naturally graceful treatment without the cherished coffee break or the water hitch they depended on when they worked in the office with their colleagues?
To respond to these people and make sure they copy by working in isolation, many companies have embarked on rituals of social interaction through video conferencing and other digital communication technology.
These rituals, however, can feel like torture in front of other members of your team. It is bad to forget about your own introverts. They were born to thrive at home, away from the coercive society of a crowded office. Here’s how you can support introverted team members during remote work.
Understand what introversion really is – and speak
Being an introvert does the same thing as being shy, distant or uninterested in others. Introversion and extraversion are the types and number of interpersonal interactions that a person can tolerate and that nourish a person. Introverts usually feel exhausted, insane, and unable to concentrate when forcing large groups of people to socialize, while social gathering actively excites and excites the extrovert.
It is also important to know this introversion and the extraversion remains static, constant. Most people fall somewhere on the spectrum of answers between these two opposite states of being.
Instead, in many situations many people change across this spectrum. Even the most affirmed introverts can sometimes feel quite social and outgoing at a particular meeting or party. And even the most graceful extrovert sometimes takes a few hours alone.
Neither extroverts nor introverts have a lasting advantage over others. Each personality type means slightly different styles of work and communication. In the healthiest corporate cultures, having extroverts and introverts on your team is the best world where everyone can complement others and expand your team’s core competencies.
Minimize group meetings
Instead of forcing all employees to attend long group activities and meetings, try to minimize the time of your professional group. Keep only those virtual meetings in video conferencing applications when absolutely not required.
On any potential topic of the meeting, ask if it can be resolved through a short email or phone conversation. Often a leader can maximize team time by first requesting written input via email or other digital communication channels, and then distilling that input into instruction for team review and consideration. Holding a meeting at this point, when everyone will be on board and familiarizing themselves with the main idea or outline of the project, can be much more effective and efficient.
When you schedule the necessary team meeting, stick to it strictly regulated with a short agenda and a tight schedule. Appoint a group leader or secretary (rotating) to follow the agenda and complete the meeting at or before the appointed time. You can always allow additional small doubles or group meetings for those who work better in a more social atmosphere.
Make group social activities optional
During our new study of remote work, some trustworthy executives and counselors recommend taking to the office a happy time online and creating virtual social events. Companies that have taken remote work The philosophy before the health crisis had many ideas to converse in social relationships with distant colleagues. While a well-meaning and perhaps great idea for extroverts on your team, such forced joy outside of work hours can feel like torture over introverts on your team.
Instead, create a shared social calendar for your team, and then encourage the team to add social activities, invite others, and participate in turn. However, by demanding or obliging participation – or even allowing employees to believe that insufficient participation will be evaluated negatively – by sending the wrong message to members of your introverted team. You are essentially telling them that they are not as good as they are and should fit the way they want to be accepted. Bad neither good nor useful.
In short, it makes an introverted employee involved in little things, a happy hour or other virtual group activities. It will probably suffer for them. Either way, provide an opportunity, but make participation truly optional.
Implement a system of buddies
The above points do not suggest that introverts still use friendly registration from time to time. Many introverts find it much easier to connect with one or two other people than with a group where they feel pressured to “perform” social extraversion. So, enter a friend’s individual system and ask each participant to contact partners at regular intervals to make sure all members of your team are thriving – or at least surviving – in this new work environment.
Give a choice to all your employees
Allow employees to choose preferred contact methods, style and frequency. Some people do behave like video conferencing and feel completely drained after a while. Some hate text communication platforms, especially when they find messages obsessive and distracting from real work.
In particular, introverts may feel easily overwhelmed by chat platforms where comments follow quickly, or in virtual group chats where there is no clear agenda and conversation order.
Think about which apps best solve specific problems for your team, and then evaluate how those apps fit together in terms of your more introverted team members to make sure everyone can feel comfortable at work.